What I've noticed is there's a gap between what CEOs see as ROI and what gets reported to them. According to McKinsey, CEOs are focused on business outcomes such as year-over-year revenue growth and margin improvements. Cross-functional metrics like candidate quality and employee retention, speak to brand reputation, directly impacting a brand's ability to recruit quality candidates. There are no corporate silos today, especially for recruiting and PR. Expanding ROI cross functionally from PR to HR gives brands a better view of their ROI in both departments.
To measure ROI for a talent pool database, I track metrics like time-to-hire, cost-per-hire, quality of hire, and candidate engagement. These metrics help assess how efficiently the database contributes to recruitment goals. I present this data to stakeholders through clear, visual reports that highlight trends and include success stories, demonstrating the value of the talent pool in reducing hiring costs and improving hiring quality. This approach ensures stakeholders understand the database's impact on both operational efficiency and business outcomes.